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首页> 外文期刊>The international journal of human resource management >The impact of HR practices, HR effectiveness and a 'strong HR system' on organisational outcomes: A stakeholder perspective
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The impact of HR practices, HR effectiveness and a 'strong HR system' on organisational outcomes: A stakeholder perspective

机译：人力资源实践，人力资源有效性和“强大的人力资源体系”对组织成果的影响：利益相关者的观点

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摘要

This paper explores the general hypothesis that effectiveness of human resource (HR) practices will help to explain the well-documented association between human resource management and performance. This paper adopts a stakeholder perspective, hypothesising that the ratings of HR effectiveness of senior line managers will be more strongly associated with the outcomes than those of HR managers. Furthermore, building on Bowen and Ostroff's concept of consensus as part of a 'strong' HR system, it is hypothesised that shared perceptions of (high) effectiveness will be associated with higher performance. This study is based on a sample of 237 matched pairs of senior line managers and HR managers, and measures a range of subjective and objective outcomes. The analysis confirms the association both between more HR practices and higher HR effectiveness and a range of performance outcomes. The associations are mostly stronger for HR effectiveness. There are low levels of agreement between HR and line managers about HR effectiveness and where agreement exists, it is not associated with superior outcomes. This study, therefore, confirms the importance of HR effectiveness, but fails to support any impact of consensus.
机译：本文探讨了人力资源（HR）实践有效性将有助于解释人力资源管理与绩效之间有据可查的关联的一般假设。本文采用利益相关者的观点，假设高级直属经理的人力资源效率等级将比人力资源经理的成果更紧密。此外，基于Bowen和Ostroff作为“强大”人力资源系统一部分的共识概念，可以假设，对（高）有效性的共同看法将与更高的绩效相关。这项研究基于237对配对的高级直线经理和人事经理的样本，并测量了一系列主观和客观结果。分析证实了更多的人力资源实践与更高的人力资源有效性以及一系列绩效结果之间的关联。协会在人力资源有效性方面更强。人力资源部和部门经理之间就人力资源有效性达成的协议水平很低，并且在存在协议的情况下，它与卓越的成果无关。因此，本研究证实了人力资源有效性的重要性，但未能支持共识的任何影响。

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